CONFLICT: o RESOLVED o CONTINUE

Understand what conflict and conflict resolution mean Understand all phases of the conflict resolution process Understand the five main styles of conflict resolution Be able to adapt the process for all types of conflicts Conflict Resolution

Be able to break down parts of the process and use tools to prevent conflict Be able to use basic communication tools, such as the agreement frame & open questions Be able to use basic anger & stress management techniques

Conflict is always negative Conflict is always violent Conflict is inevitable Anyone can experience conflict

People often assume that conflict is always negative. This is not true! People are inherently different, and conflict simply happens when those differences come to light. Viewing conflict in this way can help us maximize the possible positive outcomes of the problem at hand. Equipped with a conflict resolution process, people can explore and understand those differences, and use them to interact in a more positive, productive way.

The Random House Dictionary defines conflict as, “to come into collision or disagreement; be contradictory, at variance, or in opposition; clash.”

The term “conflict resolution” simply means how you solve conflicts

Mediation Mediator Dispute Apparent Conflict Hidden Conflict

There are five widely accepted styles of resolving conflicts. These were originally developed by Kenneth Thomas and Ralph Kilmann in the 1970’s. We have even designed our conflict resolution process so that it can be used in conjunction with these styles. Understanding all five styles and knowing when to use them is an important part of successful conflict resolution.

This style is appropriate when: The situation is not urgent An important decision needs to be made The conflict involves a large number of people, or people across different teams Previous conflict resolution attempts have failed This style is not appropriate when: A decision needs to be made urgently The matter is trivial to all involved

This style is appropriate when: A decision needs to be made quickly (i.e., emergencies) An unpopular decision needs to be made Someone is trying to take advantage of a situation The style is not appropriate when: People are feeling sensitive about the conflict The situation is not urgent

This style is appropriate when: The situation is important but not urgent Resolving the conflict is more important than having each individual “win” Power between people in the conflict is equal This style is not appropriate when: The issue is important to you Accommodating will not permanently solve the problem

This style is appropriate when: Maintaining the relationship is more important than winning The issue at hand is very important to the other person but is not important to you This style is not appropriate when: The issue is important to you Accommodating will not permanently solve the problem

This style is appropriate when: The issue is trivial The conflict will resolve itself on its own soon This style is not appropriate when: The issue is important to you or those close to you The conflict will continue or get worse without attention

20 minutes

Resolving conflict in a positive manner can lead to much-improved professional and personal relationships. Learning a few fundamental conflict resolution skills can enable you to become a better leader, decision-maker, co-worker and friend. Done well, conflict resolution can save relationships, time and resources, while improving productivity and helping move projects forward toward completion.

Neutralize emotions Get ground rules Set a time and place

Identify needs for me, them and us

Find Common Ground Build Positive Energy and Goodwill Strengthen the Partnership

Examine root causes Identify opportunities for forgiveness Identify the benefits of resolution

Generate, don’t evaluate Create mutual gain options and multiple option solutions Dig dipper into the options

Choose a solution Build the plan Create criteria Create the short list

Deep breathing has beneficial mental and physical effects Coping thoughts can help you stay calm Make sure to take breaks as needed If the person you are in conflict with becomes emotional or stressed, encourage them to take breaks as well After the conflict is over, talk about it with someone appropriate

The Agreement Frame can be used in any situation to explain your viewpoint in an assertive, non ‐ confrontational way The Agreement Frame takes one of three forms: I appreciate, and… I respect, and… I agree, and…

What happened? Why do you feel that way? When did this problem start? How does that make you feel? Who else is involved?